And … To Add Value
If a Knowledge & Skills deficit are determined to be the major cause of a Performance Gap – Actual compared to Ideal – it still might not be best addressed with Training & Development. Perhaps Recruiting & Selection should take the lead.
Or perhaps those human K/S gaps are mitigated by building intelligence into the environmental Tools & Equipment Systems.
There are many other entities on the Organization Chart who may have more leverage at less cost than the Solution-set you bring to the party.
Performance Competence rolls up and down – from the Worker – to the Work – to the Workplace – to the World … and back down again.
Take a Systems View of Performance Competence.
T&D/L&D – under any name/label – does not own all of Performance … designing it into place in a greenfield operation in the first place … to sustaining it over time … and/or Improving it further for ROI.
When I created my ISD methods I was ever mindful that they were – and should be – a subset of my Performance Improvement methods: EPPI – Enterprise Process Performance Improvement.
EPPI is covered in my book: From Training to Performance Improvement Consulting – here.
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